services > management consulting
Management Consulting
Our Management Consulting practice includes three service offerings:
Learning Strategy
rapidLD has been asked many different types of questions by customers at many different phases of adopting Learning solutions. The predominant questions are:
- Where do I get started? What is the business value proposition? What does my technology roadmap look like? How do I best phase the implementation of these tools to maximize payback to the company?
- Who is the right partner for this initiative? There are over 300 known technology providers in the Learning space. Many will disappear. Most will specialize in an industry or capability. How do I make the best choice to get the best fit for my business?
- How do I maximize my investment? There are many documented failures of enterprise software initiatives. How do I avoid the pitfalls that others have experienced? How do I get buy-in from my company to embrace this change?
- Can I leverage existing tools? I have already started some small initiatives in learning. Are there best practices that I have already developed or need to start? Are there avoidable problem areas? How can I use the experiences that we already have as a company to best grow the impact of the tools in place?
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Talent Management Roadmap
Regarding talent management, the key questions being asked by business leaders are:
- How should organizations structure themselves for maximum effectiveness? How are organizations implementing their talent management processes – and how effective are they?
- What are the key drivers of an effective talent management strategy? What Human Resources Information Systems (HRIS) are organizations using to automate their talent management processes?
- What does this mean to the Talent Management Organization? Your charter is to create and systemically deploy an effective Talent Management strategy that is aligned with business strategy and that can close the gaps in the leadership pipeline, that can improve organizational performance, and that can help the organization attract, develop, and retain the right talent while contributing to the organization’s bottom-line.
No small challenge on any front. Rapid Learning Deployment (rapidLD) can help you make the plan to address these opportunities.
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Out-Tasking
Managing Risk in Learning and Talent Management Operations
Organizations face a number of challenges when contemplating a move into Learning and Talent Management – developing a Strategy that links technology to the business, finding the right vendor partner, and deploying the technology so that it is effectively used by the organization. Each of these milestones is an event with a one-time result that predicts success or failure for the project. Equally difficult is managing the solution in an on-going fashion – continuing to engage parts of the business to use these enterprise technologies and to derive business value from them.
rapidLD has developed a holistic approach to both Learning and Talent Management that encompasses planning, developing, deploying, managing and measuring the solutions. Enterprise deployments of learning and/or talent technology are characterized by linking a number of engagements so the processes are continuous. We consider these processes as "Out-tasking."
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